Businesses today are constantly evolving. Long gone are the days when the bookkeeper stayed the bookkeeper. Growth opportunities, career planning, team building, and retention are important issues to employees and employers alike. The Omnia Profile can help. While selection before hire continues to be the most popular use for the Omnia Profile, there are many others.

Internal employee transfers and promotions can be difficult. You want your employee to grow professionally and you prefer hiring from within, but it can be frustrating, especially if your company’s hiring cycle is slow and the department losing their star performer is left picking up the slack. Pulling someone else’s weight, even for a short time, is a common complaint in many offices. Have a plan in place to avoid undue hardships, as well as hard feelings. Communication, reassurance, and following through on your plan of action should foster a smooth transition.

And, you can start by making sure the job transfer or promotion is truly a good fit for your employee. Your top CSR may not make a good CSR manager. Don’t set her up for failure. Profiling will determine job fit as well as provide valuable insight into strengths and weaknesses for managing her in the new position.

According to an article in "Workforce’s Products and Services Directory 2000/2001," retaining employees has become a focal point for many companies. “Never before has recruiting, retaining, and managing the workforce been crucial to the vitality of business as it is today.”

Retention starts with knowing your company’s needs and finding the right person to meet them, and ends with effectively managing, motivating, and growing that employee. The Omnia Retention Profile can help you understand your existing employees, ensure job fit, and determine areas for career growth.

Valuable uses for the Profile include:

Selection before transfer – We compare your internal candidate to your position description, to others performing successfully for you in the prospective position, and to our own database of thousands of profiles of people performing well in the prospective position.

Selection before promotion – We compare your internal candidate to your position description, to others performing successfully for you in the prospective position, and to our own database. Promotion usually means becoming a manager or becoming a more senior manager and we examine the chances for success of both.

Retention – We examine the compatibility of the employee with the demands of the position and workplace, compatibility with team roles (if any) and compatibility with the supervisor’s management style. And, we make specific recommendations for increasing compatibility in all areas.

Team Building – Some people need leadership roles and others need to be able to make a team contribution; some people are natural communicators, analytics, mentors, worriers, wonderers, and everything in between. Few managers want a team made up entirely of followers.

Career Planning – Not everyone should be a manager and not everyone has the patience or detail orientation for research. Not everyone is content to complete their career doing forever what they are doing now, and an employee’s conviction that s/he and the organization agree on personal growth and career advancement steps is usually win-win.

Succession Planning/Perpetuation Planning – Owners of small businesses do not want their children to fail. Not everyone is meant to manage or lead. Often, it can be better to give the kids a lesser role and a salary or sell out and give them the money.

M&A Due Diligence – Acquiring a company always means acquiring its personnel (along with its technology, book of business, presence in a new market or complementary industry). Profiling staff before acquisition is desirable, but not always possible. Profiling staff of the acquirer and the acquired allows the acquirer to keep the best of both, and not always achieve economies of scale by discharging employees of the acquired company.

Please feel free to contact an Omnia Client Service Manager with any questions. 800-525-7117